Delegating leadership responsibilities to internal groups poses the challenge of building a solid structure with a clear understanding of the procedure. On the other hand, if the leader excludes his followers from the decision-making process, the newly formed relationships will suffer. The normative decision model offers a recommendation for how leaders “adjust their decision style based on the degree of importance of decision quality and the likelihood that employees will accept it (Nahavandi, 2015).” An easy first step for leaders is to understand how many people will be affected by the decision (Nahavandi, 2015). Does this only affect one individual or will the entire group be impacted? Using the decision tree on page 76 of Nahavandi's The Art and Science of Leadership (2015), leaders can effectively identify the appropriate decision style needed. A leader should adopt an autocratic style when the quality of the decision is not significant, when employees do not agree, and when employees do not agree with the organization's goals (Nahavandi, 2015) . Although a consultative style is necessary when employees will take responsibility for implementation; especially when employees agree with the overall goals of the organization (Nahavandi, 2015). Finally, “a group-oriented decision-making style should be used when the leader does not have all the information and